The “DowDuPont Specialty Company” (“SpecCo”) will be the leading global. The Specialty Products Division works with customers across multiple industries to advance their best ideas and deliver real-world products and smart solutions. From more nutritious food to more efficient cars, from better ways of connecting to new sources of energy, and from smarter homes to better protection for workers and the environment, the people of Specialty Products are focused on delivering the essential advances that our customers—and the world—needs to thrive.
The Role & Responsibilities:
The ideal candidate is responsible for providing comprehensive change management, training, consultative and analytical guidance to management and HR in the idea generation, design, management and implementation of business and company-wide compensation programs and processes. This role requires in-depth knowledge and experience in providing effective guidance and solutions, both complex and routine in nature. This position is a respected partner with the business and HR. Role is based in Wilmington, DE and reports into the Global Compensation Manager. DowDuPont is a holding company comprised of The Dow Chemical Company and DuPont with the intent to form strong, independent, publicly traded companies in agriculture, materials science and specialty products sectors that will lead their respective industries through productive, science-based innovation to meet the needs of customers and help solve global challenges. This role will initially provide support to the HR spin-off activity, development of the compensation organization, and transition into the intended specialty products company.
Manages communications and change management as it relates to Compensation Programs.
Designs, creates, and maintains regional, divisional, or company-wide competitive, cost-effective, and internally equitable and externally competitive compensation programs to include but not limited to base pay, merit, variable compensation, other incentive plans, and recognition plans, ensuring base pay and incentive pay are aligned with business objectives and overall organizational goals and strategies.
Serves as an experienced resource and trusted consultant to HR and management in the development of effective compensation strategies, processes and programs, whether for an individual, business unit, or Company-wide balancing efficiency and effectiveness.
Virtual team member of a global team with regional compensation competencies. Serves as a control point to ensure adherence to enterprise-wide design standards and guidelines.
Provides input and recommendations in setting the Company’s compensation philosophy and practices that align with the Company’s mission and objectives.
Manages compensation related projects as assigned, including but not limited to: compensation structure reviews and updates; market pricing analysis; job classification and job family analysis; merit planning; variable compensation planning; creation of new incentive plans; updating and evaluating existing incentive plans; integration activities related to mergers and acquisitions; and other projects as needed.
Oversees cyclical compensation review processes and influences managers to achieve compensation objectives.
Assure internal equity and external competitiveness of the organization’s compensation programs through strategic monitoring of business conditions, legal requirements and understanding of industry best practices.
Oversight of North America compensation programs.
Provide oversight with compensation analyst to manage development of local pay practices including wage and incentive plans at manufacturing facilities.
Contributes to the year-end compensation planning process. Included in annual company-wide compensation budget planning and analysis.
With the compensation analyst, coordinates salary submissions to survey providers, and conducts ad-hoc compensation analyses utilizing existing tools, such as salary surveys, compensation databases, etc.
Creates models for management regarding potential compensation plan changes for NA Region. Implements new strategies and processes as needed.
Ensures compliance of all compensation programs with local regulations; conducts periodic audits of salaries to identify any potential problems or non-compliance issues.
Works with internal and external auditors as needed. May help in drafting controls and responding to audit requests as needed.
Provides subject matter expertise and content for compensation related sections of the employee and manager internal portal.
The ideal candidate will have at least 7-10 years of experience within a global, complex, and high-growth organization; and: Knowledge and experience in people management, financial management, and business decision-making needed.
Strong business acumen
Strong change management, communications, and training skills.
Minimum of 4-7 Years of Compensation and HR related experience, with a working knowledge of basic HR laws and acumen. Heavy weight will be given to change management and communications skills.
Knowledge of laws, HR and Compensation trends and developments in compensation, including relevant best practices
Experience with online market data resources
Demonstrated critical thinking, analytical skills and change management skills with focus on attention to detail. Ability to solve problems through innovative solutions, practical judgement, experience and common sense
Ability to explain difficult issues and work to build consensus, with a customer service approach
Excellent project management skills
Ability to make decisions and guide others in making decisions, supporting the Company’s mission and compensation philosophy
Ability to respond to requests and deliver results in a fast-paced complex environment along with excellent organization, planning, and execution skills.
Ability to work with all levels and as a team member
Ability to work on own initiative; self-starter; quick learner
Exposure to or experience in acquisitions and divestitures from an HR perspective a plus
WAW membership or CCP certification or course work a plus
Prior experience in the creation and implementation of compensation programs
Consultative and strategic with the ability to discuss business outcomes and customize programs to meet the needs of the business
Collaborative; ability to network across all levels within the global and regional organizations
Excellent problem solving and technical skills with an inquisitive disposition
Proficient in MS Office, strong experience with Excel and PowerPoint
Experience with HRIS systems (reporting, maintenance, etc.); Workday experience a plus
Bachelor’s degree required in business, HR or similar field
The Compensation Analyst will receive a competitive compensation package which includes salary and a short term incentive bonus, plus an attractive program of benefits and insurance. Relocation assistance is available as required.
EQUAL EMPLOYMENT OPPORTUNITY (EEO)
DowDuPont is an equal opportunity employer and, as a corporate practice, does not discriminate against any employee or applicant on the basis of race, creed, color, age, sex, sexual orientation, disability, veteran status, national origin, or any other characteristic protected by applicable law.